Umroh Desember, Jok Mobil merupakan salah satu elemen yang sangat penting, karena kenyamanan jok mobil juga dapat membuat ki, Jok Mobil merupakan salah satu elemen yang sangat penting, karena kenyamanan jok mobil juga dapat membuat kita nyaman juga saat berkendara. Tetapi jok mobil juga sering terkena tumpahan cairan seperti air susu ata minuman lainnya. Padahal  air susu ata minuman (kecuali air putih) yang telah merembes ke dalam jok juga dapat menyebabkan tidak sedap pada mobil.
Selain bau tak sedap juga dapat menyebabkan timbulnya jamur yang juga dapat mengundang perhatian hewan - hewan yang sangat menjijikkan masuk ke dalam mobil dan noda juga dapat membuat jok berwarna kusam. Untuk dapat mencegahnya, ada tips – tips tertentu yang dapat kita dilakukan.
Untuk dapat menghilangkan atau membersihkan cairan tersebut, kita juga dapat menggunakan beberapa alat seperti serbet, kain bersih, sprayer, sikat besar, sikat gigi, air sabun deterjen dan penyedot debu.
Jika Jok anda menggunakan jok kain, maka yang perlu diperhatikan adalah bahwa jok kain lebih dapat cepat menyerap air atau merembes, sehingga kita harus cepat menanganinya. Sedangkan untuk jok yang jenis kulit lebih mudah untuk ditangani, karena sifat kulit yang lambat untuk dapat menyerap air.
      Berikut ini ada beberapa tips yang dapat kita lakukan untuk dapat membersihkan jok kita dari air susu atau cairan lainnya :
1. Bersihkan jok yang terkena cairan dengan menggunakan mesin penyedot debu.
2. Oleskan atau Seprotkan deterjen pada jok mobil yang terkena cairan hingga merata.
3. Setelah diberi deterjen, kemudian sikat dengan sikat yang halus jok mobil hingga noda pada jok hilang.
4. Keringkan bagian yang basah tadi dengan menggunakan penyedot debu.
5. Agar bau pada mobil hilang, semprotkan pengharum mobil yang sesuai kesukaan anda.
6. Agar tidak terulang kembali, maka kita juga dapat menggunakan penutup jok, sehingga jok dapat terlindungi dari cairan.
Demikian Tips Membersihkan Noda pada Jok Mobil, semoga artikel diatas dapat bermanfaat

Editor : Dian Sukmawati

Di dalam pasaran besi beton dikenal adanya istilah full, gemuk, dan kurus atau banci. Besi kok gemuk dan banci, ada-ada saja ya.

Di dalam pasaran besi beton dikenal adanya istilah full, gemuk, dan kurus atau banci. Besi kok gemuk dan banci, ada-ada saja ya. Besi full adalah besi beton yang telah memiliki dimensi yang sama dengan yang disebutkan. Misalkan saja besi 10 full, maka diameternya jika diukur adalah 10 mm pas dengan panjang standart  12 meter. Sedangkan besi gemuk adalah besi yang diameternya lebih besar dari yang disebutkan tapi panjangnya belum tentu standart 12 meter. Misalkan saja besi 10 gemuk, akan diperoleh ukuran diameter lebih dari 10 mm, misalkan 11,2 mm dengan panjang dapat  12 meter ataupun 11,6 meter.

Kemudian besi kurus atau banci, misalakan disebut besi 10 kurus, maka ukuran diameternya akan di kisaran 8 mm saja dengan panjang dapat dibawah 12 meter ataupun tepat. Semoga ini dapat berguna buat yang menginginkannnya.

Mr. Goldberg was a serial Silicon Valley entrepreneur and venture capitalist who was married to Sheryl Sandberg, the chief operating officer of Facebook.

Dave Goldberg Was Lifelong Women’s Advocate

Imagine an elite professional services firm with a high-performing, workaholic culture. Everyone is expected to turn on a dime to serve a client, travel at a moment’s notice, and be available pretty much every evening and weekend. It can make for a grueling work life, but at the highest levels of accounting, law, investment banking and consulting firms, it is just the way things are.

Except for one dirty little secret: Some of the people ostensibly turning in those 80- or 90-hour workweeks, particularly men, may just be faking it.

Many of them were, at least, at one elite consulting firm studied by Erin Reid, a professor at Boston University’s Questrom School of Business. It’s impossible to know if what she learned at that unidentified consulting firm applies across the world of work more broadly. But her research, published in the academic journal Organization Science, offers a way to understand how the professional world differs between men and women, and some of the ways a hard-charging culture that emphasizes long hours above all can make some companies worse off.

Credit Peter Arkle

Ms. Reid interviewed more than 100 people in the American offices of a global consulting firm and had access to performance reviews and internal human resources documents. At the firm there was a strong culture around long hours and responding to clients promptly.

“When the client needs me to be somewhere, I just have to be there,” said one of the consultants Ms. Reid interviewed. “And if you can’t be there, it’s probably because you’ve got another client meeting at the same time. You know it’s tough to say I can’t be there because my son had a Cub Scout meeting.”

Some people fully embraced this culture and put in the long hours, and they tended to be top performers. Others openly pushed back against it, insisting upon lighter and more flexible work hours, or less travel; they were punished in their performance reviews.

The third group is most interesting. Some 31 percent of the men and 11 percent of the women whose records Ms. Reid examined managed to achieve the benefits of a more moderate work schedule without explicitly asking for it.

They made an effort to line up clients who were local, reducing the need for travel. When they skipped work to spend time with their children or spouse, they didn’t call attention to it. One team on which several members had small children agreed among themselves to cover for one another so that everyone could have more flexible hours.

A male junior manager described working to have repeat consulting engagements with a company near enough to his home that he could take care of it with day trips. “I try to head out by 5, get home at 5:30, have dinner, play with my daughter,” he said, adding that he generally kept weekend work down to two hours of catching up on email.

Despite the limited hours, he said: “I know what clients are expecting. So I deliver above that.” He received a high performance review and a promotion.

What is fascinating about the firm Ms. Reid studied is that these people, who in her terminology were “passing” as workaholics, received performance reviews that were as strong as their hyper-ambitious colleagues. For people who were good at faking it, there was no real damage done by their lighter workloads.

It calls to mind the episode of “Seinfeld” in which George Costanza leaves his car in the parking lot at Yankee Stadium, where he works, and gets a promotion because his boss sees the car and thinks he is getting to work earlier and staying later than anyone else. (The strategy goes awry for him, and is not recommended for any aspiring partners in a consulting firm.)

A second finding is that women, particularly those with young children, were much more likely to request greater flexibility through more formal means, such as returning from maternity leave with an explicitly reduced schedule. Men who requested a paternity leave seemed to be punished come review time, and so may have felt more need to take time to spend with their families through those unofficial methods.

The result of this is easy to see: Those specifically requesting a lighter workload, who were disproportionately women, suffered in their performance reviews; those who took a lighter workload more discreetly didn’t suffer. The maxim of “ask forgiveness, not permission” seemed to apply.

It would be dangerous to extrapolate too much from a study at one firm, but Ms. Reid said in an interview that since publishing a summary of her research in Harvard Business Review she has heard from people in a variety of industries describing the same dynamic.

High-octane professional service firms are that way for a reason, and no one would doubt that insane hours and lots of travel can be necessary if you’re a lawyer on the verge of a big trial, an accountant right before tax day or an investment banker advising on a huge merger.

But the fact that the consultants who quietly lightened their workload did just as well in their performance reviews as those who were truly working 80 or more hours a week suggests that in normal times, heavy workloads may be more about signaling devotion to a firm than really being more productive. The person working 80 hours isn’t necessarily serving clients any better than the person working 50.

In other words, maybe the real problem isn’t men faking greater devotion to their jobs. Maybe it’s that too many companies reward the wrong things, favoring the illusion of extraordinary effort over actual productivity.

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